Update on Royal Mail Group pay, new entrants terms, sick pay, USO, VR’s and more | 5pm TODAY.

SHE Dispute Resolution Process – Lines of Contact Postal Department

Branches and Representatives will recall LTB 031/25, which confirmed the core areas of responsibility for Health and Safety matters within the Postal Department following the decisions at last year’s Annual Conference concerning the former Health, Safety and Environment Department.

Since then, we have continued to receive enquiries, in particular, from our Area Safety Reps concerning the application of the SHE Dispute Resolution Process and lines of national escalation.

The purpose of this LTB is to confirm that the SHE Dispute Process remains unchanged currently, but that escalation to national level should be directed and addressed to the following relevant Officers/Departments at CWU headquarters, with any cross-functional or across-department matters being directed to the DGS (Postal) Department in the first instance:Areas of Responsibility and SHE Dispute Escalation LineRelevant Officer/Department at CWU HQDelivery

CollectionsTony Bouch 

Assistant Secretary 

Email: tbouch@cwu.orgParcelforce

Logistics

Distribution

Processing (including Mail Centre engineers)

International

EurestDavie Robertson

Assistant Secretary

Email: drobertson@cwu.orgPOL

Capita

Admin

MDEC & Customer Experience

HR

Finance, Stamps & CollectablesAndy Furey

Assistant Secretary

Email: afurey@cwu.orgFleet

Engineering

RMPFSLBobby Weatherall

Assistant Secretary (Act) 

Email: bweatherall@cwu.org

Any H&S workplace matters which are cross-functional or across the outlined areas of responsibility should in the first instance be directed to the DGS (Postal) Department.

Martin Walsh

Deputy General Secretary (Postal) 

Email: mwalsh@cwu.org

In setting out the above, it can be reported that we remain in talks with Royal Mail on seeking to update the current SHE Dispute Resolution Process to reflect these changes in the CWU national roles on Safety. Additionally, we are seeking to further amend the SHE Dispute process to include a new tier of escalation at ROD & Divisional Reps level, which is aimed at seeking to speed up dispute resolutions and further embed safety compliance without the need for national referral.

In the meantime, and until we can confirm and communicate any agreed changes to the SHE Dispute Resolution Process, it is hoped that this clarification on the lines of escalation to national level is helpful.

Finally, and for ease of reference, please find attached the following documents: –

SHE Committee and Dispute Resolution Guidance Document v3.0

SHE Dispute Resolution Record Template v1.1

SHE Dispute Resolution Flowchart v5.0

Any enquiries to this LTB should be addressed to the DGS(P) department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 100/25 – SHE Dispute Resolution Process – Lines of Contact Postal Department

LTB 100/25 – Att 1 SHE-Committee-and-Dispute-Reolution-Guidance-Doc v3.0

LTB 100/25 – Att 2 SHE Dispute Resolution Record Template (SHEI 2.3)(Appendix 6) v1.1

LTB 100/25 – Att 3 SHE Dispute Resolution Flowchart (SHEI 2.3) (Appendix 2) (v 5.0)

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Update on Pay, Section 5 and the USO and what to expect at the National Briefing on Wednesday 21^st & Thursday 22^nd May 2025

Over the last three weeks Royal Mail and the CWU have been in intensive and complex negotiations covering commitments contained within the agreement with EP Group.

These cover:

1.A long term pay deal.

2.The pathway to equalisation of new entrants’ pay, terms and conditions including a first step within three months of the takeover.

3.Reducing reliance on agency which will create more jobs and opportunities for part timers to increase their hours.

4.Reviewing overtime and scheduled attendance rates.

5.Introducing a performance incentive scheme which is payable based on local targets.

6.Improvements in sick pay.

7.Introducing new ways of working which includes a new more supportive approach to My Performance.

We have made progress on a number of these issues over the last three weeks. These negotiations are challenging when set against the financial position of the company, but we are determined to reach an agreement that resets Royal Mail and gives it a platform to grow, as well as ending the chaos culture in units across the UK.

Over the last three weeks the CWU negotiators have rejected three separate pay offers, all of which were above inflation.

We also have a plan in place for new entrants to reduce the working week and introduce paid meal reliefs. Further discussions are taking place on other parts of the equalisation pathway.

Alongside reaching agreement on all of the above, we are in negotiations on the future of the Universal Service Obligation – something that is crucial to both the future of the company and long-term job security.

Royal Mail have expressed their desire to reach an agreement, and we will continue with negotiations next week. Our aim is to reach an overall agreement by the time the transaction completes on 30^th May 2025. We are meeting Royal Mail again in Manchester on Tuesday 20^th May.

We fully recognise the urgency of delivering an agreement – in terms of bringing stability to workplaces, but we also know our members need and deserve a pay rise. We must balance this against reaching the right agreement for you. We will provide further updates and host engagement sessions with members in the coming weeks.

National Briefing 21^st and 22^nd May 2025

At the National Briefing it is our intention to fully update you on all aspects of the current negotiations.

The National Briefing on Wednesday 21^stMay will commence at 10am and will be held in the Mercure Manchester Piccadilly Hotel (International Suite). Address below.

Mercure Manchester Piccadilly Hotel

Portland Street
Manchester
M1 4PH

The agenda for the 2 days is below:

1. Dave Ward (CWU General Secretary) EP – Agreement/Update.
2. Martin Walsh (CWU Deputy General Secretary – Postal) – Opening Remarks.
3. Royal Mail Presentation – Alistair Cochrane (Chief Operating Officer)

Jamie Stephenson (Operations Transformation Director)

4. The reset in both Industrial and Employee Relations
   a. HR Summit
   b.Transforming Industrial Relations
   c. Reset of Employee Relations
   d. New IR Framework
   e. Working Together
   f. Next Steps
5. Pay – Long Term Pay Deal
6. New Career Path
7.  New Entrants
8.  Pay Simplification
9.  Reducing Reliance on Agency
10.  New Performance Incentive Scheme
11.  New Ways of Working/My Performance
12.  Review of Scheduled Attendance and Overtime Rates
13.  Sick Pay Arrangements
14. New agreed Voluntary Redundancy Terms
15.  Developing a Growth Strategy
16.  USO and the link to the agreement
17.  Next Steps
18.  Pension Information
19.  Membership Recruitment Strategy

Any enquiries in relation to the content of this LTB should be addressed to the DGSP Department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

Mick Kavanagh

Postal Executive Chair

LTB 98/25 – Update on Pay, Section 5 and the USO and what to expect at the National Briefing on Wednesday 21st and Thursday 22nd May 2025

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Mental Health Awareness Week – 12^th -18th May 2025 on the Theme Of ‘Community’ 

Being part of a safe, positive community is vital to our mental health and wellbeing. We thrive when we have strong connections with other people and supportive communities remind us, we are not alone. In line with this year’s theme, several colleagues from the CWU mental Health First Aiders network have shared a selection of ‘1-minute’ readsunder the title of ‘My Mental Health and me’. These are shared as an attachment to this LTB to try and help assist people wanting to access support and to also to try and break down stigma. These ‘1-minute’ reads are a ‘community’ share and suitable for workplace notice boards and a reminder that one person’s story could become someone’s hope.

Stigma and Workplace Culture

Findings from a recent MHFA England mental health statistics workplace report

Key workplace mental health statistics for 2024 · MHFA England

Identified that-

35% of employees said they had experienced discrimination or stigma in the workplace due to poor mental health.

47% of employees believe that an open dialogue about mental health would significantly improve their wellbeing at work.

45% feel uncomfortable discussing mental health concerns with their manager, fearing negative repercussions.

Stigma therefore remains a significant challenge and support networks remain vital in overcoming the many mental health challenges caused by stigma.

The CWU have Trained over 500 accredited Mental Health First Aiders since 2019 and Signposting CWU members to approved support services does form part of CWU MHFAider training. An A-Z list of endorsed organisations that have supported CWU colleagues in various aspects of their Mental Health & wellbeing needs can be viewed by clicking on the link below. The organisations listed are only those that have been endorsed by CWU service users, the A-Z list is non-exhaustive and is a ‘Live’ signposting webpage that is updated twice yearly, we encourage anyone who has received beneficial Mental Health support form an organisation to make us aware, just so that we can add to our endorsed list of support services available.

The organisations listed can be local or national.

CWU Mental Health – Signpost Support Services

Challenging employers to really become more “disability confident” when it comes to Mental Health Disability remains very high on our CWU agenda. Through feedback from our Mental Health First Aiders network, we have established that around 90% of mental health reasonable adjustment agreements can often be implemented cost free. This is a percentage measurement against over 250 mental health disability risk assessments completed in the last 5 years with CWU support. Employers of course fall under a positive duty under the 2010 Equality Act, to make reasonable adjustments in the workplace to alleviate or remove any disadvantage suffered by a disabled worker when compared against a non-disabled worker. This includes anyone suffering from a long-term mental health disability or impairment.

Promoting the Recovery model.

What we know is that with the right type of support is given-

• People can & do recover from poor mental health
• Each person’s recovery is different.
• Recovery is more about overcoming the challenges of poor mental health rather than achieving an absence of symptoms.

Being part of a safe, positive community can also prove vital to help with the recovery and maintenance of our own mental health and wellbeing.

Talking about mental health at work

A Key message for mental Health Awareness Week 2025 –

Anyone can be a Mental Health Advocate. 

The Samaritans have provided some tips for talking to people struggling with their mental health at work: The SHUSH technique, developed by the Samaritans, is designed to help people become better listeners. Listening, when done actively and attentively, can provide a lifeline for someone who feels unheard or alone.

1. Show you care
   Give the person your full attention by setting aside distractions. Nonverbal cues like eye contact and an open posture convey that you’re fully present.
2. Have patience
   Allow the conversation to unfold naturally. Silence is okay—it can give someone the time and space to articulate their thoughts and feelings.
3. Use open questions
   Encourage the person to share more by asking questions like, “How are you feeling about that?” or “What’s been on your mind lately?”
4. Say it back
   Reflect and paraphrase what they’ve said to show understanding. For example, “It sounds like you’ve been feeling really overwhelmed lately.”
5. Hold back on advice
   Focus on listening without immediately trying to fix the problem. Sometimes, simply feeling heard is enough to make a difference.

Why Listening Matters

Research consistently highlights the importance of human connection in promoting mental health and wellbeing. By practicing active listening, you’re creating a safe and supportive space where someone feels valued and understood.

Workplace resources for Mental Health Awareness week 2025

Mental Health Awareness Week 2025 resources | Mates in Mind

Resources for Mental Health Awareness Week 2025 | Mental Health Foundation

MHAW campaign poster

Webinars can be a very useful source of information during Mental Health Awareness Week, several selected free online webinars are available via the links shown below.

Building communities: The vital role of MHFAider networks Tickets, Tue 13 May 2025 at 13:00 | Eventbrite

A guide to navigating neurodiversity & mental health in the workplace Tickets, Thu, May 15, 2025 at 12:00 PM | Eventbrite

MRSpride Webinar: Mental Health Awareness Week – 12 May 2025 | Events

Mental Health Awareness Week: Smartphones, Sleep and Mental Health Q & A Tickets, Tue, May 13, 2025 at 7:00 PM | Eventbrite

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact- Jamie McGovern, FRSPH MIIAI at jmcgovern@cwu.org.

Yours Sincerely

Dave Ward
General Secretary

LTB 092 25 – Mental Health Awareness week 2025LTB 092 25 – Mental Health Awareness week 2025

mental health awareness week blogs ‘1 minute reads’

listening-tips-posterlistening-tips-poster

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Large Parcel Migration Between Royal Mail and Parcelforce – Update

Branches will recall the concept of utilising the synergies between Royal Mail and Parcelforce on progressing towards a Single Parcel Network for Large Parcels, as outlined in Section 5 of The Business Recovery Transformation & Growth Agreement (BRT&G). To aid this, Pilot activity has been undertaken with F4+ volume transferred directly from the Midland Superhub to the PFW Coventry Hub and via two MCs Preston and Manchester. To date, these trials have proven successful.

The Building the Future project, documented via LTB 040/25, provides Parcelforce the required IT capabilities to enable interoperability of parcels between the RM and PFW networks. This is alongside other initiatives, including First Mile Integration starting with PFW POL Collections transferring into RM, covered in LTB 076/25.

The plan is to migrate up to 14m format 4 and above (F4+) parcels from RM to PFW in financial year 2025/2026. This represents c13% of all RM’s F4+ total annual parcel volumes and 1.2% of all RM’s annual parcel volumes. The breakdown of how these items will migrate is as follows:

• 3m (F4+) items via high volume (HV) direct injection customers;
• 1m (T48, F4+) items via one of our Parcel Hubs;
• 6m (T48, F4+) items via 31 of our Outward Mail Centre (OMC) Operations (including all existing Donor sites).

While some T24 F4+ items may be included in Customer Direct Injection volumes to meet the operational model, at this stage only T48 F4+ items can migrate from the current Royal Mail Network.

The operational plan is based on:

• Day A: Collection, Outward Processing / Loading and Conveyance to PFW overnight;
• Day B: PFW Processing and Conveyance to PFW Depots;
• Day C: PFW Deliver items.

In RM on outward, Collection Hubs and Outward Mail Centres (OMCs) will segregate T48 F4+ items, conducting a scanning process and loose load items onto PFW trailers. These trailers are then sent to PFW Coventry National Hub (CNH) overnight for processing on the day shift and once migrated to PFW these items remain in the PFW network through to final delivery.

Whilst the current pilot has worked well, there will be continued learnings to manage. Therefore, it has been agreed the migration of Large Parcels will be via a phased roll-out plan, which includes three distinct pilot phases identified as follows:

• Phase 1: Pilot activity including 6 OMCs and 1 Parcel Hub by end of May 2025;
• Phase 2: Continued roll-out at a further 8 OMCs by end of June 2025;
• Phase 3: Completion of all migration by no later than end of August 2025.

It is agreed that phasing the roll out will enable joint tracking of all pilot activity and assessments of any lessons learnt, which will be further incorporated into the Joint Working Group (JWG) on Large Parcel Migration. This JWG is made up of RM, PFW and CWU representation. The roll-out also provides PFW with a natural ramp-up of additional volumes with an intent to complete the full migration before we reach the Peak pressure period in 2025.

The Pilot activity has highlighted some concerns from Mail Centres, which are currently donor sites to the Super Hubs, and from Deliveries on the impact to the DPR Routes. Many of the concerns raised were down to misinformation from managers. These have been covered off and are highlighted below:

• Limited workload impact on OMC operations due to requirement to segregate, scan and loose load trailer(s) destined for PFW;
• Fourteen of the OMCs are already donor sites to both Midlands and Northwest Super Hubs, which will mean that the F4+ T48 items will be diverted to PFW instead of the respective Super Hubs. There is no intention, as part of this project, for donor sites to redirect compensatory volume to the Super Hubs;
• Network implications are being incorporated into the annual Network Review and will include adjustments to current schedules based on volume and the introduction of direct services from the OMCs to the PFW Coventry Hub;
• IMCs will see an impact on all Inward Operations with a minor reduction of workload;
• Mail Centre realignment is planned for late June 2025 and will incorporate the workload impact into a revised model week calculation;
• Delivery functions (DPR and Core) will see on average c35 less items per day per delivery office. Consequently, DPR route structures will be reviewed in line with the reduction in volume and subsequent stops per hour impact. As such. it is not intended to activate DPR volume moving to core delivery routes from this project within 2025;
• PFW Processing and Depot Night Shift Operations will be reviewed to align resource to accommodate increased volume.

In addition to the above points, the business has shared with both departments the breakdown of volumes per Mail Centre and DPR Office and the overall impact in Delivery is on average circa 1 less DPR route per office. Therefore, this will be managed in line with National Agreements and ensuring the reduction of agency / casual use will be achieved in the first instance. This information will be supplied to CWU representatives via internal memos in due course.

We have now agreed words with the business on this activity and these are attached along with associated data covering the future roll out of the sites, Flowchart covering the migration and the SOPs. 

As highlighted, the activity will be monitored through the Large Parcel Migration Joint Working Group. Both departments agreed a national launch call with the business, which has taken place today. Please find attached the slides used today along with WTLL materials, which will be used to ensure that the criteria are fully understood and deployed consistently, ensuring that connectivity and quality of service is maintained. 

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org or Tony Bouch, Assistant Secretary, email: Pharacz@cwu.org. 

Yours sincerely, 

Davie Robertson                                                                           Tony Bouch

Assistant Secretary                                                                               Assistant Secretary

LTB 091-25 – Large Parcel Migration Update

Flowchart Draft v1.1

Joint Launch Call Slides v1

PFW Single Large Parcel Network – National Deployment 240425 (1)

PFW-P4 Migration DRAFT SOP v1.3

Trial deployment _Large_Parcel_Migration_

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Parcelforce ECHR Claim

Branches will recall that during the 2022-23 National Dispute, Parcelforce excluded workers who took part in balloted strike action from receiving premium payments for working weekends during Peak. At that time the CWU sought legal advice which suggested that this was an “unlawful inducement” to attempt to persuade workers not to take part in trade union activities.

On the basis of that legal advice, the CWU launched a group claim which circa 2000 CWU members in Parcelforce signed into.

Due to the Mercer Ruling at the UK Supreme court in 2024 this claim was struck out as taking part in strike action is absurdly not considered to be a “trade union activity” in UK law.

We therefore sought further legal advice to the effect that this ruling is in breach of the UK’s obligations under the European Court of Human Rights, of which the UK government is a creator and signatory. This includes Article 11 which covers the right to join a trade union and article 6 the right to a fair trial. The Union’s National Executive Council has therefore authorised a group claim to the ECHR on this basis.

We are now seeking authority from those members covered by the claim to enter into the ECHR claim. No legal costs will be incurred by the members to take part in this claim, they will simply need to return a hard copy of a signed form along with some details. A letter detailing this has been sent to all eligible claimants and is attached to this LTB. This contains further details on the process and legal background.

However the crucial message is as follows, if members do not opt in to take part in the claim, they will no longer have an active claim and will not be able to join this claim at a later date. Forms should be returned to Unionline by no later than 19 May 2025. 

Therefore, as there is a good chance that some compensation may be paid out to individuals who take part in the claim, we would advise members to sign and return the form as soon as possible.

It is important to note that only members who took part in the original claim are eligible to join this claim. 

Please direct any enquiries about this LTB to rwotherspoon@cwu.org or contact Unionline at echr@unionline.co.uk.

Yours sincerely,

Martin Walsh   

Deputy General Secretary (Postal)     

Davie Robertson

Assistant Secretary

LTB 08/25 – Parcelforce ECHR Claim

European Court of Human Rights Application Guidance Document

Frequently asked questions

Letter to Member

ECHR application form – Signature page only

ECHR MEMBER INFORMATION (Form download)

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RAISING CONCERNS AT WORK

The Raising Concerns procedure replaced the Bullying & Harassment and Grievance procedures as they were no longer fit for purpose, or being applied in a manner which was in the best interest of our members.. it is important that everyone should feel comfortable and able to raise concerns at work without fear of recrimination.

You can raise your cnncern in one of three ways:

Speak to your manager
Use the Raising Concerns tile on the People App
By calling the HR Helpdesk on 03456060603 (option 5)

Raising Concerns – the CWU guide for branches, representatives and members is linked below.

Click to access 08198-Raising-Concerns-A5-36pp-v1.pdf

Everyone should feel confident they are working in an inclusive culture and environment where everyone is treated fairly, with respect and protected from inappropriate behaviour. If yo have an issue or concern but are unsure or lack confidence in raising it or the process, then please speak to your Unit or Area rep or contact the Branch for advice and support.

This procedure applies to all employees in Royal Mail Group Limited (including Parcelforce and Property, Facilities and Solutions)

Reminder to Register: CWU LGBT+ and Allies Networking Event 

We are writing to remind Branches that our CWU LGBT+ and Allies Networking Event will be taking place on Friday 23^rd May in conjunction with Birmingham Pride on the 24^th May.

The day is being sponsored by the Midlands Region and will be an opportunity to connect and network with other LGBT+ activists and Allies from across the union.

Day 1: The session on Friday 23^rd May will run from 13:00 – 17:00 and take place at CWU Offices, 47, Summer Lane, Birmingham, B19 3TH. The afternoon will include interactive and informative sessions with group discussions and guest speakers.

Day 2: Will include attending Birmingham Pride. Further information will follow regarding a CWU meeting point and times.

A list of hotels is set out below for those that may need to stay due to travel:

• Holiday Inn Express, Snow Hill
• Hampton by Hilton, Jewellery Quarter
• Premier Inn, Station Exchange
• Premier Inn, Waterloo Street

Birmingham Pride is our designated National Pride this year and we encourage all our Branches to send a delegation to the event.      

To reserve a place at the Networking event on Friday 23^rd May or for any queries relating to this LTB please email equality&education@cwu.org

We look forward to seeing you in Birmingham!

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

25LTB 088 – Reminder CWU LGBT+ and Allies Networking Event

25LTB 088 – Att 1 Birmingham-Pride

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EP GROUP TAKEOVER CONFIRMED

The purpose of this LTB is to confirm the takeover of Royal Mail Group has been completed, with 80.06% of shareholders voting to accept the offer document. 

The CWU has responded with the attached press release/statement. We are asking branches to distribute this immediately to all representatives and workplaces.

We understand there is still likely to be a further four-week period before the current board resign and EP Group are in place to actually run the company.  We also understand this extended period is due to the current board fulfilling their final fiduciary responsibilities.

The next steps for the CWU will be to send to members home addresses an extensive communication explaining the terms of the CWU/EP Agreement and updating members on the USO.  This will be timed towards the end of May and will be part of a series of communications to launch the new agreement.  

Finally, we will also be issuing a rep’s brief within the next week on the terms of the agreement and the work we all need to do to ensure it is fully implemented.

Any enquiries on the above should be addressed to the GS Department dlynch@cwu.org. 

Yours sincerely,

DAVE WARD  

GENERAL SECRETARY                                                                           

MARTIN WALSH                   

DEPUTY GENERAL SECRETARY (POSTAL)

–

PRESS RELEASE 

CWU STATEMENT ON EP GROUP TAKEOVER OF ROYAL MAIL

Responding to the news that EP Group are the new owners of Royal Mail, CWU General Secretary Dave Ward said: “Today represents a pivotal moment in the history of Royal Mail – one of our country’s most iconic and important companies.

“We now have confirmation that EP Group, led by Daniel Kretinsky, will be the new owners. 

“This is a development that many will greet with scepticism and uncertainty. But the truth is that the biggest threat to the future of our postal services is the status quo. 

“The current Royal Mail Group Board have destroyed the service, turned on their own employees and grossly mismanaged the company from top to bottom. 

“The CWU have reached a groundbreaking agreement with EP Group that provides the platform for a fresh start and the rebuilding of Royal Mail. 

“We will use the coming weeks and months to put the commitments contained within the agreement fully to the test. 

“We will not hesitate to challenge EP Group if they do not fulfil their obligations to postal workers and customers. 

“We will also ensure the government are fully engaged in this immediate process and the future strategy of the company in line with the separate agreement they have reached with EP Group. 

“Royal Mail is a key part of the UK’s infrastructure and must be treated as such by politicians.”

ENDS

LTB 087/25 – EP GROUP TAKEOVER CONFIRMED

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